Production Engineers acting as Project Managers, hence, atypical human resources day-to-day management. Multiple PQIs - often abstract, even if measured against inconsistent time boundaries and benchmarks (subgrouping absent or engineered) - drive company performance and HR micro-management, instead of Executive actions and related decisions. Concomitantly, firefighting measures routinely deployed, instead of strategic/ risk avoidance planning enacted, resulting in personnel swift reassignment and abrupt change of job decription/duties, whilst skills and operator talents/neuropsychological specifics often disregarded. Short-term contracts explicitly depict company's choice to neglect "career path" as a strategic PQI, even if a world class call centre - de facto. All reflected by the unacceptable turnover rates.
In a nutshell, an experience that could stall professional development of young cadre, precarioys in the mid-term, even if salary exceeding minimum legal rate and working conditions appear relativy supreme. On the other hand, senior employees could use the opportunity to discover exactly what is to be expected as a professional perspective, hardly a horizon, in a cannibilising traditional trades and hands-on talents labour market joungle.
Conclusively, my advise for candidates is to take the offer, live through the experience, then self-assess, reflect and decide accordingly, whether the compromise expected in terms of life, spirit and body were indeed justified.
Social functions, multicultural environment
Multiple 3-month short term contracts and the job as such